Social media and cybervetting in recruitment: examining personality perceptions and platform influence on job seekers

Purpose This study aims to examine job seekers’ attitudes toward cybervetting on social media platforms (SMPs), focusing on fairness, privacy invasion and face validity. It also explores the impact of the honesty-humility trait on these perceptions. Design/methodology/approach Data were collected from Indian final-year university students (N = 223), who assessed different SMPs based on their acceptability for hiring decisions. SPSS was used to perform MANOVA, repeated-measures ANOVAs, linear mixed effects model and regression to analyze differences in platform perceptions and the role of personality traits. Findings LinkedIn emerged as the most acceptable and fair platform for cybervetting due to its professional nature. However, despite platforms being just and fair, there was a high level of invasion, showing a “privacy paradox” in the Indian context. Additionally, the honesty-humility trait was found to significantly influence job seekers’ attitudes, with those scoring higher being more critical of cybervetting on personal social media. Practical implications Employers should primarily rely on LinkedIn for cybervetting, exercising caution with platforms like Facebook, Twitter and Instagram, as they can lead to privacy concerns and negative employer branding. Respecting job seekers’ comfort, vetting specific platforms, and following ethical and legal standards can enhance trust, fairness, and ethical hiring practices. Originality/value This study contributes to the growing literature on cybervetting by offering empirical insights into how Indian job seekers view different SMPs and how personality traits shape these attitudes. It highlights the ethical and procedural concerns surrounding social media in the screening process.